Employees may hesitate to provide feedback about their managers due to concerns about workplace tension, retaliation, or doubts that their feedback will lead to change. Here’s how you can stitch together a more open and trusting environment:
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Use an anonymous survey tool that allows you to share feedback with managers without identifying employees. If anonymity can’t be fully ensured, have the manager’s leader or an impartial party gather feedback and compile it into themes.
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Clearly explain to employees how their anonymity is protected. Understanding the process helps ease concerns and builds trust.
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Provide questions that allow for varying levels of detail. Some employees prefer to give a simple rating, while others want to share more in-depth insights.
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Ensure employees have time during the workday to complete the survey so it doesn’t feel rushed or like an afterthought.
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Hold managers accountable for the changes they commit to, showing employees that their voices are heard and action is taken.
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Foster a culture where candid feedback is embraced. Managers can lead by example by owning their mistakes, recognizing growth areas, and accepting constructive input with grace.
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If retaliation occurs, address it immediately to maintain trust and the integrity of the feedback process.
By weaving these practices into your company’s culture, you’ll create a workplace where feedback flows smoothly, and improvements are truly embraced.
This Q&A does not constitute legal advice and does not address state or local law.
